Why put an employee to preventive suspension
According to Supreme court: Gatbonton vs. NLRC (G.R. No. 146779, January 23, 2006)
“Preventive suspension is a disciplinary measure for the protection of the company’s property pending investigation of any alleged malfeasance or misfeasance committed by the employee. The employer may place the worker concerned under preventive suspension if his continued employment poses a serious and imminent threat to the life or property of the employer or of his co-workers. However, when it is determined that there is no sufficient basis to justify an employee’s preventive suspension, the latter is entitled to the payment of salaries during the time of preventive suspension.”
You may also want to read: - How to write notice to explain memo - How to write a notice of decision memo - How to conduct an administrative investigation - How to write a notice of administrative meeting - Due Process and Employee Relations - Due Process and Employee Resignation - Termination: Just Causes (1) - Termination: Just Causes (2) - Termination: Authorized Causes - Termination: Health Reasons
According to Omnibus Rules in Implementing Labor Code
“Section 8. Preventive suspension. The employer may place the worker concerned under preventive suspension only if his continued employment poses a serious and imminent threat to the life or property of the employer or of his co-workers” (Rule XXIII, Book V).
This kind of suspension shall last longer than 30 days (In JRS Business Corp. v. NLRC, et. al., 246 SCRA 445 [1995], the Supreme Court penalized the employer to pay indemnity in the amount of P1,000 when it violated the maximum 30-day preventive suspension.) The employer shall thereafter, reinstate the worker in his former or in a substantially equivalent position (actual reinstatement) or the employer may extend the period of suspension provided that during the period of extension, he pays the wages and other benefits due to the worker (payroll reinstatement). In such case, the worker shall not be bound to reimburse the amount paid to him during the extension if the employer decided, after completion of the hearing, to dismiss the worker.
How to put an employee to a preventive suspension
You may include the notice of preventive suspension on the notice to explain
Can abuse of this be a ground for constructive dismissal?
Yes ,When preventive suspension exceeds the maximum period allowed without reinstating the employee either by actual or payroll reinstatement (see Hyatt Taxi Services Inc. vs. Rustom M. Catinoy, G.R. No. 143204, June 26, 2001), or when preventive suspension is for indefinite period (see Pido vs. National Labor Relations Commission, G.R. No. 169812, Feb. 27, 2007), constructive dismissal will set in.
What violations are not covered by this kind of suspension?
The Court held that it is improper for the employer to place under preventive suspension employees charged of violation of school rules and regulations on the wearing of uniform, tardiness or absence, and maliciously spreading false accusations against the school. (See Woodridge School vs. Pe Benito, G.R. No. 160240, October 29, 2008.)
For preventive suspension to be legal, there should be an imminent threat to life and property.
Mi itatanung lng po aq..im in PS right now..and my case is gross or grave in nature..mi possible pa po ba n mkbalik sa work after investigation?
it depends on the result of the investigation. pag proven, terminated, pag hindi naman, back to work
Thankyou po
Greetings Sir,
One of our employee is allegedly involve in threatening life of his superior, but the incident occur last 3 months ago and i just received the IR just now. my question is can i still proceed with the due process? thank you in advance sir.
why was the report delayed?
due to pandemic sir, the person who submitted the IR wait until the operation to stabilized. looking forward to your advice. salamat po
it can be sent online, why was it not done? they can give you a heads-up by calling you, why was it not done? it seems negligence for me
If the employee is under preventive suspension, does the employer have the rights to open the company issued laptop and cellphone of that employee? Will it be sufficed to say that there was a Data Privacy Act violation?
company property yun, plus may kaso. at kung preventive suspension, medyo mabigat yun
Is it legal that an employee was not given a year-end incentive because he was issued accordingly with an Incident Report by his Superior that even the concerned employee was not aware of and was not even issued a Notice to Explain Memo?
What is the nature of the incident?
Hi Sir, Need your expert advise. I am on PS since Nov. 30, 2019 for a case of alleged participation of unauthorized refund. I recieved an email and a snail mail a copy of the SCM but with additional case as there is an unauthorized refund processed under my log in/credential last August 2018 on which im not aware of and did not process any refund specially for an unauthorized refund. I attended a hearing last Dec 23, 2019 and accordingly i will be updated about the case as mention by HR after the hearing. I was advised that my… Read more »
PS can be given max of 30 days, if extension is needed, succeeding PS will be with pay.
You can send both an email (if you can secure a receiving copy) or a snail registered mail, requesting them for an update on your case, and inquiry on how the payment of your extended PS will be handled.
I emailed the HR office last Jan. 24 but still no rply up until today.
as soon as investigation is over and employee is found to be innocent of the charges, it should be released immediately
What if your PS fall on December, tama b na di mo makuha lahat ng incentives like bonus, performance incentives etc? Ano po ang dapat gawin kng hindi ibinigay ng employer?
Sir what if an employee was put on PS and part of the PS says ..”exiting imminent threat” , he is on PS for 30 days.
How do you know if its exisisting if there is no facts, evidence that threats been made? Verbals, cctv, emails..etc?
My concern is, what if the treats were merely hearsays, they just want to get rid of the guy when there are no evidence..
I have reviewed his NTE and all complains are made by anonymous, no dates, time or location the alleged incidents took place..
James, what is the actual case? just threats from anonymous sources? Due process require both substantial and procedural. One need to have basis case first (substantive due process) before proceeding to procedural (twin notice rule) where preventive suspension is only allowed on certain cases.
Would like to ask the allowable number of days of suspension to be served/ given to employees re: frequent tardiness ( after serving the written warning ?
it depends on your code of conduct/ employee discipline handbook
Good day Sir, hoping to get advice from you. We are about to put an employee on preventive suspension due to incident reports on misconduct (raising her voice in an aggressive tone, slamming her hands on the table, saying tactless comments, starting a quarrel with other employees). Before the incident reports, we have been suspecting her of having a mental disorder due to her irrational behavior and odd way of conversing. So we asked her first if she is open to psychological counseling and evaluation to see if she is still fit to work and she agreed. The schedule for… Read more »
what is your basis for wanting to suspend here?
What if sobra na 30 days ang preventive suspension at wala pa result regarding sa case? Ano po pwede ko gawin ?
mag intay po ng result.
Hello, last October 2, I received NTE with PS. It will be due on Nov 2. Do i need to report to work after the suspension? I haven’t got advise from the management for the decision though. Or can I consider it as Constructive Dismissal since it is beyond 30 days na.
Please advise.
report back to work
Gdam.. is preventive suspension dedictibles to the length of service?
what do you mean, PS days will be deducted on employment tenure?
Sir good morning paano po if yung employee na hindi pumirma sa PS at NTE?,diba dapat po hindi kami magbigay ng copy sa kanila kasi hindi sila pumirma, tama po ba isend namin thru mailing e.g postal good as recieve na yun sa sa employee?
you still need to give a copy if you are pursuing PS and the case. Otherwise, you have no proof that you are observing due process
Good evening. Can an employee be placed under preventive suspension if the employee talks to the company client, uttering and “we are under protest due to CBA disagreement” and was documented by a written note from client clarifying this statement from the employee?
if this will be escalated to DOLE, it will be up to their discretion if they will agree or not. IMO, yes that may be possible.
Hello po goodmorning.
1. Tanong ko lang po sana kung mababayaran po ba ang preventive suspension kapag napatunayan na Wala akong kasalanan after my suspension po?
2. Pano kung wala po silang binigay na notice of decision before my PS end? Ano po pwede kung gawin?
(1) 1st 30 days wala bayad
(2) from 31st day onwards, you can claim for compenstion if PS ka pa rin
hi good day sir, my husband is currently under preventive suspension due to threat and cyberbullying “daw” to his co-employees and to the company dahil sa mga post niya sa fb at mga comment ng mga friends niya.Pero wala naman nabanggit na name ng co-worker and name ni company. Pero binigyan pa rin siya ng suspension kahit na nag usap na sila sa barangay dahil nagreklamo yung co-workers niya na sila daw yung tinutukoy sa fb post. Is it possible na puwede rin makasuhan yung nag issue ng suspension at yung co-workers if hindi nila napatunayan yung ibinibintang sa husband… Read more »
possible na kahit wala name na bingangit or company, may mga bagay na common knowledge at obvious
Hi po, question lang po I was given a preventive suspension without prior notice.. kasabay nang notice to explain of 5 days. Ang sabi po saakin tatawagan daw po ako after 5days or inform nila ko para makuha ung NTE ko pero. No response received from them within 5 days. What should I do next
na ps ka na wala memo? that is illegal suspension. you may go to DOLE
Masayang Araw po.
Tanong ko lang po pag na bigyan po ba ako ng PS before yung pay out ng sahod ko pwede po ba nila I hold sahod ko?
Tapos regular naman po ako sa company ko pero bakit wala ako leave credits?
Kung sakali po may leave credits sana ako. pwede ko po ba yun gamitin during may PS para may bayad ung araw na di ako pinapapasok?
Salamat po.
PS is no work and no pay, and if termination ang case mo, yes, possible na ma hold ang salary mo
Hi Sir. I was given an NTE last September 7 due to absences and was given 5 days to respond. I replied to the NTE last September 9. My supervisor gave me my current work status as suspended and claimed i was sent a return to work memo which I have not received.
Just want to ask if i can really be suspended even if I haven’t received a notice of suspension or even when I was served with my NTE it did not say anything about PS?
suspension can either be PS, which should be indicated in the NTE, or penalty for violating a policy, which should come after NTE (in some cases, and admin meeting) through notice of suspension. your suspension is unusual
Good day po, Ask ko lang paano po kapag may empleyado na matagal na sa kompanya 3 yrs pero wala pa din po syang contrata dahil di sya makapag submit ng mga requirement like Valid ID’s at mandated benefits. Ilang beses na daw po ito kinausap para magpasa pero di po nya magawa. Sa kadahilanan n mabait po yung may ari ng kompanya hindi po sya inaalis sa trabaho pero lagi po sya may violation at kung susumahin pwede na sya talaga i terminate. Ano po kaya magandang gawin sa sitwasyon na ito sir?
hindi ibig dabihin na komo wala kontrata eh di sya employee, matic na regular employee sya. kung may violations, sundin ang due process para ma disiplina or matangal
I’m currently under suspension and my colleagues are contacting me, asking about my work and how is it done(because some of my work have deadlines). Should I answer their calls? Thank you.
if they are calling thru a compamy issued cellphone, you must answer. if not, courtesy and goodwill applies
I’m under preventive suspension and my colleagues are contacting me, asking about my assigned work and how to do it(because some of my work have deadlines). Should I answer their call or not? Thank you.
if phone is company issued, you need to answer. If not, it’s up to you. But goodwill and courtesy goes a long way
Ilang days po ba yung maximum ng extension ng PS?
none that I know of, as long as the extended PS is considered paid. Usually, in 30-45 days, admin case has been resolved
Hi Sir Sonnie
Ask ko lang po.
Ano po pwede ilaban ng employee na nabigyan ng Preventive Suspension tas dina man napatunayan ung violation binintang sakanya?
Kahit may umamin na nung kasalanan at nagbigay na ng statement ung umamin legal paba ung i extend pa ung PS?
after 30 days ng preventive suspension, yung extension is with pay na
Good afternoon. May husband is currently on preventive suspension since July 22, 2019. Nature of which is a message sent to a co-employee agreeing to visit a former employee involve in a similar business but he actually did not. I believe that he had already served his 30th day (August 21) but until now, he didn’t receive a decision and not even a notice of extension. Questions: Is it 30 working/business days or the usual calendar days? Should he ask the company on the status of his pending investigation? Is his action considered as imminent threat to the company? The… Read more »
Is it 30 working/business days or the usual calendar days? NORMALLY, ITS CALENDAR DAYS Should he ask the company on the status of his pending investigation? ITS UP TO YOU, BUT PREVENTIVE SUSPENSION BEYOND 30 DAYS SHOULD BE PAID BY THE EMPLOYEE. AND IF THE CASE PROGRESSES AGAINST YOUR HUSBAND, YOU CAN USE THIS FOR ADDITIONAL COMPENSATION Is his action considered as imminent threat to the company? I AM NOT IN A POSITION TO JUDGE IT The company asks him to retrieve the samples sent to clients for approval (sales items) during his preventive suspension. Is it legal for the… Read more »
This is noted, Sir. Thank you very much.
Yes, they gave me an NTE together with that preventive suspension notice. But is that valid since I am already on terminal leave? Thank you, Sir.
I am assuming that your terminal leave is with pay, thus, the preventive suspension is to convert your paid leave to without pay. In normal circumstances, if employee is already resigned and rendering, they will not make a big issue out a small case. Unless there is politics and other underlying issues. But for grave cases, management has the right to retract the acceptance and approval given to resignations and paid leaves, to hold employee accountable. That’s why I suggested to get a copy of the complaint so you can answer the NTE objectively. Otherwise, there is risk that you… Read more »
Just that, Sir. I do not have any negative feedback from that client for more than 3 years, always positive. They are accusing me of breach of confidentiality.
(1) you should receive a notice to explain first before preventive suspension, or the preventive suspension is included/ indicated in the NTE
(2) they should have provided you a copy of the complaint so you can properly explain
Hi! I recently resigned from the company I am working for and since I no longer have a client, I was asked and is on a terminal leave. Now, I received a notification that I am on a preventive suspension and that my salary will be on hold because my client complained. My leaves are filed and resignation is acknowledged prior to the prevention suspension. Is the preventive suspension valid? Is it legal to hold my salary? Thank you.
what is the basis of preventive suspension? what memos/notifications did you receive?
Hello sir, I would to ask .my husband work as asst. Cook in the canteen of their company then last July 23 he was given 15 days preventive suspension for the allegations of theft, fraud and act of dishonesty.then another 15 days extension. But on Aug. 11 ,2019 texted him to report for work but the secretary discuss them that the extension of preventive suspension will be stop unless they will agree to work with the new canteen not own by company with not same salary.our questions are 1.) can we insist to the HR that my husband and his… Read more »
1.) can we insist to the HR that my husband and his Co employee are entitled for preventive suspension with pay since they don’t have yet findings about their allegations perhaps it is their way to close the previous canteen. NO, PREVENTIVE SUSPENSION (w/o pay) IS ALLOWED UP TO 30 DAYS
2. ) can they wait the expiration of their extended preventive suspension and report for work? Once there is closure on the case (notice of decision), they should report back to work
My batas po ba na kung ilan lng beses dapat magrefuse ang isang company sa grievance.?kung meron ano po ito?
none that I know of
hello po currently I am in preventive suspension, due to taking a parts ( lcd and hard disk ,memory from disposal laptop and computer , but i din’t get it outside of office premises, I put it to my office drawer for isolation purposes , as a Computer technical specialist, with out knowing my supervisor, that I take the part and keep it in my drawer , as of now the parts is in there safekeeping my Question tama ba na pagbintangan na nila ako na kinukuha ko or nilalabas ko yung parts? pwde ko ba silang kasuhan dahil pili… Read more »
it depends on your policies and procedure.
Hi Sir! Good Day po. Hingi lang po sana ako ng advice. Connected po ako sa isang SALES COMPANY & I am currently under preventive suspension for 30 days due to audit findings. Ang nangyari po is my mga walk-in customers na bumili sa akin in CASH and since hindi sila registered as regular customers (sari-sari store) ang isinulat ko na name of customer sa resibo is yung nasa database namin but recently nagsara na ito dahil lumipat na sila ng tirahan, pero yung walk-in customers na iyon ay dating”suki” ng tindahan na sini-serve ko nung hindi pa ito nagsara.… Read more »
1. I understand the purpose of preventive suspension, but not being implemented fairly among all employees is a big question to me. Is there a violation committed in this situation? Since we are not privy to the other details as to why PS was selectively applied to you, we cannot conclude that there is violation. BUT, you can respectfully discuss this with your HR, and indicate the same in your explanation letter. 2. Can I file complaint because of not being treated fairly? It is within your prerogative 3. In this case will I be dismissed from my job? IT… Read more »
Good morning. I am still on probationary period and just got my 3rd month evaluation as failure to perform. Yes I failed my PA even if I say otherwise. Nevertheless, they already posted that my position was vacant before I even got my evaluation. Is that even right? They said thats to protect them just in case I wont pass my 5th evaluation and that they can find a replacement if so. For me I wad stabbed behind my back. I am looking for other employers now, and if I bagged for one, do I still have to render the… Read more »
if they will end your probationary contract, no need for the 30 days notice (or is it 90 days in your contract?). But if you will pass your proby, then you might be required.
If you will resign, you may want to do it now, and effectivity date is the end of your proby contract
Kung isang empleyado po ay allegedlly nag-malverse, pwede po ba siyang ipreventive suspension pending investigation
yes, while administrative investigation is on-going
Hi Good PM. I’m under preventive suspension right now for 7 days. Payday po namin today naka hold po ang salary ko. After po ba ng suspension ko makukuha ko na po ung salary ko last cut off? Thank you po.
if hindi ka naterminate, you should receive that sa regular release ng salary. if terminated, you will receive that after processing ng clearance as part of your final pay.
Hello. I would like to seek advice. I am bookkeeper and I was preventive suspended last April 24, 2019 due to allegation of unremitted/undeposited amount. After the investigation occurs, the audit finds it was over remittance which includes the cash advances of my co-employees and without the authority of the management that was my only fault. Is this fault will be arise due to termination or grievance? And what will be effect if I am plan on applying to another job? Thus, until now the final notice of decision of the management is not yet been resolve. Can I file… Read more »
you may file resignation during the investigation, but it will be rejected.
if a decision has been made, you can request management to resign instead. this will be good to your records if management will approve.
there is a chance strong chance of termination since this not involves money, but the job entails trust which has been breached.
Hi sir Sonnie God day!! I’m under of preventive suspension on may 28 2019.. But the h.r and the lawyer of our company call me and said ” nag bigay na kami Ng back to work letter mo di na tatapusin Ang suspension mo. ” On June 16 2019 .. Pero tinuloy pa din po Ng operation manager namin Ang suspension ko kahit PO napawalang Sala na ako.. and as per h.r and the lawyer di na talaga ako dapat babaan Ng memorandum dahil tumulong Lang ako SA complain Ng isang staff.. Gusto ko Lang po malaman Kung pwede ba… Read more »
HR is the authority on this area, if other groups will extend your suspension without valid order, your may demand compensation to the days involved.
Hi sonnie!
What are the rules applied to an employee who is under a preventive suspension?
1. Are they allowed to be seen within the vicinity of the mall that the store is located?
2. If not, what if the emoloyee involved went inside the premisses without any permission from the company?
3. Can we file a case against them? once we found out that during the suspension they are still going inside the premisses of the store.
Hope we could also exhange emails for I still have plenty of questions to ask.
Thanks in advance.
1. Are they allowed to be seen within the vicinity of the mall that the store is located? ONLY TO THE EXTENT THAT THEY CANNOT INFLUENCE THE INVESTIGATION
2. If not, what if the emoloyee involved went inside the premisses without any permission from the company? GO AFTER SECURITY FOR THE LAPSE
3. Can we file a case against them? once we found out that during the suspension they are still going inside the premisses of the store. SAME ANSWER AS #2
Hello po Good day, I have some concerns lang po sana. I am hoping na ma address po sana ung concern ko, there’s an event po kasi sa office namin, any way This is Ms. Stephanie po, as a recruitment officer. Kwento ko lang po briefly ung nangyari, bali absent po kasi ako last May 30, 2019, meron po kasi akong inasikaso na family matter, I did inform my manager sa group message namin sa fb messenger na hnd ako mkakapasok during that time and he did acknowledged it by simply thumbs up. then during that time hnd din nakapasok… Read more »
preventive suspension is not a sanction, as explained in this article. what you need to check with the memo given to you is the case that merits preventive suspension
My friend was put on preventive suspension for 30 days. after the investigation, the decision was 15 days suspension. Does it mean another 15 days of suspension in addition to the 30 days already serve? As for the pay, is it okay for the company not to pay the whole 45 days?
ideally, the sanction can be applied retroactively on the 30 days preventive suspension. the 30 days is without pay
Give him 15 days preventive suspension. After 15 days of suspension, can i extend his preventive suspension for another 15 days?
maximum of 30 days
Hello, i just want to ask in regards about my situation right now. Im currentlyin a preventive suspension for like for like 1 month and 20 days. Is it normal that the company did not update me with the status of my case? And aside from that, is the compny obliged to provide a notice or any form of communication that they will extens my suspension? please help me .
preventive suspension is only good for 30 days to finish the investigation. if extension is needed, dapat may notice, and beyond 30 dats is with pay.
The issue is about the case of my sister, she received a preventive suspension for 30 days. Because she change the amount in duplicate copy of receipt. But the shortages of receipt was not went to her pocket. She just omitted to attached that the particular amount was being used for other services. So therefore the owner of the company accused and making some malicious statements and threatening that affects her so much. She was so devastated because it’s not her intention to make mistake. She almost served the company for 3 decades. She worried about her suspension and her… Read more »
that is a termination offense, falsification of documents. falsified OR have far reaching consequence on the company with the BIR
Does the 30-day preventive suspension mean 30 working days?
possible
I’m currently on preventive suspension due to allegedly violation and accusation that my company access was used for answering survey(call center agent). There is no enough evidence. I was told that since client was involve they need to place preventive suspension. They are not giving me enough evidence and it looks like they just follow clients rule instead of company policy. I’m pregnant and they are giving me so much stress. I was told that if proven innocent they are also not liable to pay that 30days suspension? Is it legal? I don’t know what step needs to do…
the 1st 30 days of preventive suspension is not paid. if company will extend because case is not yet closed, then it’ll be paid
For suspension as an administrative penalty, which is not a preventive suspension, is it also a maximum of thirty (30) days? Also, how is thirty (days) defined? Is it one (1) month? or is it thirty (30) working days, which is actually a period of forty (40) days, including the 2 weekend days in between?
it depends on the company policy
What if an agent was placed on preventive suspension for no specific reason? Just because the client told the company to do so. And how can the agent explain himself as for his NTE? If there is no specific reason was given? And part of the process is undergoing admin hearing, what if they will brought up something different from the NTE that was given? Would that lead to constructive dismissal as it will look like they are just trying to look for reason to remove people?
the preventive suspension should be included on the NTE, or a separate notice after NTE was served.
The management discovered that one of our employee has no sign on the receiving payslips since the time he was hired. He was the one who facilitate and process the payroll which also part of his function was to distribute and collect payslips of the employees.
1) Was it right to put the employee in to a preventive suspension?
2) On what grounds, can the employee be put in preventive suspension while the act was not stipulated on our code of conduct?
what is your reason why you will put employee to preventive suspension?
is it covered by this ruling the act of not signing or receiving payslips? could it be fall under serious and imminent threat to the property of the employer?
who was involved and what’s the circumstances?
My colleague sent me a gif containing pornographic image on our personal group chat while at the office. Our guard saw it on my monitor and I was reported that I am the one who sent it even though it’s my colleague. I’m only the receiver of the gif. We are both under preventive suspension for 7 days. can I still be paid on that 7 days?
Thanks
preventive suspension is not paid.
hello. i have a question. i was placed in preventive suspension for allegedly posing a threat to my co-employee. can the company issue a notice of immediate termination of employment before the prescriptive period of preventive suspension? thank you.
yes, as long as due process was observed
We have a site supervisor who allegedly instructed an employee to do extra jobs which are beyond the job assignment like getting and selling fruits and place the earned money somewhere he can get it later. Afterwards, the employee claimed that there was power tripping after he did not follow the order. Is this enough ground for a preventive suspension of the supervisor?
possible
After the employee reply to the NTE of Fraud. Can we do the preventive suspension for 15 days, while we do the investigation and hearing.
yes, if di pa kasama sa NTE yung notice of preventive suspension, then issue a preventive suspension memo
I was on lunch that time when I found a lost phone. I knew the fact that there were cameras in the office and also I definitely don’t have any interest with the phone so I planned to return it. I took the phone with me since no one claimed it. I took the phone and didn’t turned it off because I waited for the owner to call unto that phone (because that’s what owner normally do before reporting it lost) there’s someone who texted to that phone so I saved the number to my phone so I could return… Read more »
that is possible if the basis of your (preventive) suspension, and admin investigation is the cctv footage. go check your code of conduct to see if they are consistent with the policy
Can an employee that was put on preventive suspension then reinstated after 30 days with pending case result then terminated after a week and after submitting an appeal to higher management was reinstated again can still reimburse the 1month wages when he was in suspension?
nope
An unfortunate event happened at our workplace and I would like to seek for your advice. I have been physically and verbally abused by an employee from in the upper management. I am currently working as a branch head in our company. One day,while I was seated and using my mobile phone at the front desk of our office, he came up behind me and hit me at the back of my head and cursed at me. He kept shouting “p***inamo suntukan tayo!” repeatedly. I told him that what he did was wrong and that he has no right to… Read more »
(1) if you are willing, the abuse done by the representative of management can be grounds for immediate resignation
http://asksonnie.info/due-process-resignation/
(2) if you are under preventive suspension, you should receive a notice to explain for the incident, included in that is the preventive suspension notice
(3) if you have filed a complaint to HR, follow up on that.. Hitting you at the back is tantamount to physical harm, not to mention the mental wellness effect of the verbal abuse you received.
I’m currently on preventive suspension due to I allegedly manipulated my time for 2 days that I did not report for work (currently in the process of writing my explanation).
It was served to me without a coaching. Is that legal?
possible
How to compute for the reinstate employee from preventive suspension… is it really 30 days or 26 days X daily rate? ( 26 days = 30 days less 4 days for Rest day)
preventive suspension is without pay
Is it legal to apply preventive suspension to an employee, when despite several warning about his dishonesty and malfeasance performance he is still continue the same act? or is their any other penalties applicable to him?
likely termination